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HR Policies Recruitment Policies New Regular Staff Employee Orientation Staff Retention Attendance and Leave Policies Grievance Handling Drug/Alcohol Abuse Employee Relations Personal Debts Performance Evaluation Feedback and Coaching Insurance Policy Termination Policy
Recruitment Policies
Recruitment is done in-house. Detailed Recruitment Process to guide Advertising the Position: To ensure that the
applicant pool is diverse and qualified. Screening/Interviewing Candidates Offering the Position Concluding the Search
New/Regular Staff Employee Orientation
90 Days orientation period is important to:
Assess the employee’s job performance
Evaluate the employee’s overall compatibility
Orient the employee to the job.
New Regular Staff Employee Orientation
HR file of each staff employee is maintained.
File includes the following Documents: ID Proof Permanent Account Number Address Proof Copy Of Employment Agreement Educational Certificates Professional Certificates
Staff Retention
Employees as Assets Our environment places attention on
systems that inform us of what the talent needs are.
Attention is given to attracting and selecting the right people.
Staff Retention
Culture of Interdependence We focus on building relationships
and do not take on this challenge alone
Create and maintain systems that allow people to grow professionally
Attendance and Leave Policies Being absent from or reporting to work after the
scheduled beginning time requires the employee to properly notify the supervisor in advance.
The department head is responsible for maintaining work schedules.
Employees are allowed to take three leaves in each quarter.
6 medical leaves per year are also allowed. They can also avail 6 casual leaves. No leaves are allowed in Probation period of 90 days.
Grievance Handling The proceedings are informal in nature. If the grievant choose to take legal action,
the internal grievance process will cease. All employees, including the grievant, shall
cooperate at all stages in the investigation of a grievance.
Detailed Grievance procedure is required
Grievance Handling These grievance procedures may not be
used for the following: To address an employee’s dissatisfaction
with the Company To appeal performance evaluations To address actions from individuals outside
of the Company To address situations over which the HR
lacks authority to remedy To address dissatisfaction with the
grievance policy
Grievance Handling: Process
Stage 1 The grievant shall state the nature of
the grievance in writing. The decision of the departmental
official shall be given in writing to the grievant.
Copies of the appeal and decision shall be forwarded to HR
Grievance Handling: Process
Stage 2: If the grievant is not satisfied with the
decision at Stage I the grievant may appeal in writing to
the Human Resources. HR shall investigate the appeal The Senior Officer shall render a
decision in writing.
Drug/Alcohol Abuse
Strictly Prohibited on Talisman Solution’s Property:
Drug/Alcohol abuse Being under the influence or the
unauthorized use of drug/alcohol. Reporting to work under the influence
of drug/alcohol
Drug/Alcohol Abuse
Corrective Actions: Verbal and Written Warnings Termination of Employment
Employee Relations Supervisors are responsible for training, assisting,
motivating, directing and correcting behavior of staff. Supervisors are responsible for informing their subordinates
of management's expectations. supervisor should seek to correct the problem with the least
amount of disruption to the work environment. Progressive discipline is utilized for regular, non-
probationary employees and may include oral warning, written warning, suspension, and ultimately discharge.
Oral warnings are typically issued during a private conference between the supervisor and the employee
Employees may be issued a written warning as a letter or memo
Nonexempt employees may be suspended without pay for incidents which are serious enough to warrant summary suspension
Personal Debts
The Company expects its employees to be prompt in the payment
Any employee who fails to do so may be subject to a writ of sequestration or other payroll deduction
Performance Evaluation The Company’s performance evaluation
system is called Performance Evaluation (PE)
The PE system is designed to: Promote and document performance
assessments based on essential job functions and clear, realistic job standards
Promote a high level of employee performance through consistent feedback from supervisors
Feedback and Coaching
Occur on an ongoing basis and at the optional mid-year review.
The purpose of feedback and coaching is to recognize effective performance and provide coaching for improvement.
Opportunity for supervisors and employees to discuss and update job standards set at the beginning of the year
Insurance Policy
The Company makes available group accidental & death insurance coverage for employees.
This is only for Regular/Confirmed Employees
Termination Policy
If the employee terminates the employment relationship:
The employee shall fulfill the notice associated with the position he occupies
Termination Policy If the employee is terminated for reasons
which are considered misconduct: The termination shall generally be
immediate If the employee is terminated for reasons
which are not considered misconduct : The termination shall generally occur after
at least one documented discussion with the employee.
The code of conduct includes the following:
Ethical Principles Honesty Integrity Promise keeping Loyalty Fairness Respect for others Law abiding Commitment to excellence Reputation and morale Leadership Accountability
The code of conduct includes the following:
Values People working here should be honest, unbiased,
and have unprejudiced work environment. Accountability Taking responsibility for your own action To ensure appropriate use of information exercising diligence, and duty of care, obligations avoiding conflict of interest.
The code of conduct includes the following: Standard of Practice Maintaining active personal and professional
development programs Creating and supporting an environment that fosters
teamwork, emphasizes on quality, recognizes the customer, and promotes learning.
Maintaining a commitment to the improvement of the professional
Addresses concerns Provides for performance and quality management
training Establishes specific quality related goals for
management
The code of conduct includes the following:
Disciplinary Actions at work can be performed due to any of the following reasons:
Abusive Behavior at work place. Uninformed Absence at work place. Lack of work Standard. Sorting Out Problems Sorting out informally. Disciplinary and dismissal procedures.
All policies are subject to review and periodic revision.
Thank You